Case Coordinator - Forensic Files

Overview

Join the HJF Team!

HJF is seeking a Case Coordinator to provide administrative project oversight of a narrower scope under the direction of a supervisor. Coordinates budget and accounting, space management, personnel management, overall management, contracts, and purchasing. Completes more routine tasks independently and relies on guidance from higher Program Manager (PM) levels for more complex tasks.

This position will be part of the Defense POW/MIA Accounting Agency Lab Support Services. The DPAA is the US Department of Defense Agency responsible for the recovery and identification of fallen US service members from WWII to the gulf war. Its mission is to provide the fullest possible accounting of missing personnel to their families and the nation. To accomplish this, the DPAA executes recovery missions worldwide, and recovered material is analyzed in the state-of-the-art DPAA laboratory.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

Responsibilities

• Assemble, quality check, and track all active case management files and records for the Laboratory.
• Manage Laboratory databases.
• Perform administrative tasks required in order to complete critical work responsibilities.
• Support Lead Case Coordinator in liaising with outside agencies (i.e. Service Casualty Offices, Armed Forces DNA Identification Laboratory) in order to advance case work.
• Assists in responding to queries and requests related to DNA testing, reports, comparisons; and assists the Lead Case Coordinator with requests, correspondence, and consultation with the Armed Forces DNA Identification Laboratory (AFDIL).
• Tracks case data and maintains multiple databases related to DNA, FRS, accessions, case progression, evidence tracking, identifications, and records for Case File Review (CFR).
• Compiles relevant personnel records for casualties on the cases for identification list.
• Collaborate with DPAA historians to progress future/current case work to identification.
• Reviews and critiques case documentation for administrative adequacy and accuracy, ensuring that the scientific methodology and analysis meets the professional standards required by the lab accreditation program.
  • Check casefiles for spelling, punctuation, syntax, and other potential grammatical errors.
  • Confirm accuracy, consistency, and completeness of names, dates, and other information in case files.
  • Interact with analysts for confirmation and modification to reports.
  • Confirm that all case files documents are in accordance with the laboratory style guide.
• Generates and maintains one-year case reviews on accessions.
• Manage active case management files, Laboratory databases, and tracking evidence; maintain multiple databases related to accessions, identifications, and records for CFC.
• Compiles Laboratory information for family member updates, and, as required by laboratory management, infrequently attends meetings to brief families on case progression and status.
• Conduct Surety checks/audits on DPAA-HAwaii test reports and forensic review documents.

Qualifications

Education and Experience

• Bachelor's Degree in physical, life sciences, or a related field is required.
• Minimum of 0-2 years experience required. At least 2 years of forensic experience is preferred but not required.

Required Knowledge, Skills and Abilities

• Demonstrated work history with forensic case files.
• Experience working in a professional office setting, managing filing systems, and maintaining documents.
• Strong attention to detail and excellent recordkeeping skills.
• Possess the ability to prioritize responsibilities, multi-task, and work well under pressure.
• Proficient in MS Word, PowerPoint, Excel, and Adobe Acrobat.
• Ability to obtain and maintain a T1/Public Trust background check.

Physical Capabilities

• Lifting: Requires lifting materials up to 10 lbs.

Work Environment

• This position will take place primarily in a laboratory setting.

Some HJF employees are required to be fully vaccinated against COVID-19. Proof of vaccination or an approved religious or medical accommodation will be required.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable .Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.